Chapter 6 - HR Development and Retention Flashcards
(78 cards)
8 federal laws impact this area
- The Copyright Act (1976) - offers protection of “original works” for authors so others may not print, duplicate, distribute, or sell their work
- The Trademark Act (1946) - sets forth the requirements for registering a trademark or service mark
- Uniform Guidelines on Employee Selection Procedures (1978) - provides guidelines to avoid illegal discrimination in hiring decisions, particularly with regard to the job requirements and selection devices such as written or oral tests, interviews, and ability testing
- Age Discrimination in Employment Act (1967) - bans employment discrimination based on age for those 40 and older
- The US Patent Act - established to protect inventions for 20 years; US law grants the inventor the right to exclude others from making, using, or selling the invention
- Title VII of the Civil Rights Act (1964) - bans employment discrimination based on age for those 40 and older
- The Americans with Disabilities Act (1990) - prohibits discrimination in employment, public services, public accommodations, and telecommunications for people with disabilities
- Uniformed Services Employment and Reemployment Rights Act (1994) - provides instructions for handling employees who are in the reserves and receive orders to report for active duty; also protects the employment, reemployment, and retention rights of anyone who voluntarily or involuntarily serves or has served in the uniformed services
Training and Delivery Format
- training and delivery activities are core functions of the HR department
- the process of training provides skills, abilities, and knowledge that are focused on a specific outcome
- with development activities, there is a longer-term focus that prepares the intended trainee for future job skill or knowledge needs to increase their effectiveness in the organization
- considerations when deciding on methods: subject matter, team vs individual training, self-guided vs guided, number of trainees, geographical restrictions, resources and costs, time frame for the training, traditional or e-learning, conditions and parameters set by recertification requirements, legal issues with the selection of individuals for inclusion in training
Training and Delivery Format - ADDIE model
- one of the most widely used standard processes to determine the need for training, developing the training, and evaluating the outcomes
- Assessment, Design, Development, Implementation, and Evaluation
Training and Delivery Format - Classroom
- facilitator-led classroom training continues to be the most often used approach to training
- usually happens internally through the organization with in-house instructors or vendors, or through a professional organization
- permits the use of several learning methods: presentation, case study, reading, role-playing, exercises, demonstration, and group discussion
- recognize that adults in a classroom setting will have different expectations and learning styles than younger students in a school/college classroom setting
- adult learning principles have a single track focus: trainability, which is concerned with the readiness to learn and its associated motivation
Classroom Learning Method - presentation
- when information needs to be delivered to a group, especially large groups and perhaps at different locations
Classroom Learning Method - case study
- when trainees need to apply the knowledge on the job right away
Classroom Learning Method - reading
- when self-reflection is needed to process the information being disseminated
Classroom Learning Method - role-playing
- when trainees need to practice in a simulation the information or skills being taught and learn skills quickly
Classroom Learning Method - exercises
- when practice is necessary to fully develop the new skills or learning
Classroom Learning Method - group discussion
- when trainees need to have an exchange of experience and information sharing with their other trainees
Classroom Learning Method - demonstration
- when new inforamtion or skills are being presented
Training and Delivery Method - Virtual Classroom
- webinars and programs such as Blackboard are popular internet programs that allow the trainer and the trainees to have real-time chat and electronic file exchanges
Training and Delivery Method - Corporate Universities
- in-house universities to assist their organizations in achieving their strategic employee development goals and to foster individual and organized learning and knowledge
- not universities per se
- does not provide accredited undergraduate and postgraduate degrees
- a corporate university limits its scope to providing job and organizational specific training
- set up for a variety of reasons, but most organizations will have the same basic needs: support a common culture, loyalty, and belonging to a company; organize training as part of the curricula for employees; remain competitive in their industry; retain employees; start and support change in the organization; offer training development to fit the career aspiration goals of employees
- offer value-added training and education to employees, but also help organizations retain and promote key employees
Learning Styles
- all adults have a particular learning style that best suits their ability to learn
- if your job responsibility includes being a presenter or trainer, knowing your own learning style will enhance your ability to adjust your preference of delivery methods so you won’t fall into the comfort of just your style and can shift your delivery to meet the needs of all participants
Learning Styles - auditory learners
- tend to benefit most from lecture style
- succeed when directions are read or information is presented and requested verbally because they interpret the underlying meanings of speech through listening to tone of voice, pitch, speed, and other nuances
Learning Styles - visual learners
- rely on seeing a presentation style
- facial expressions and body language helps them understand the content of what is being taught because they think in pictures, diagrams, charts, videos, computer training, and written directions
- will value to-do lists, flip charts, and written notes
Learning Styles - kinesthetic learners/tactile learners
- learn via a hands-on approach and prefer to explore the physical aspects of learning
- most successful when totally engaged with the learning activity such as in role-playing, practicing, and with topics that can use the senses of feeling and imagining
Learning Curves
- learning and different rates
- factors that determine how quickly an adult will learn: the person’s motivation for learning; the person’s prior knowledge or experience; the specific knowledge or task that is to be learned; the person’s aptitude and attitude about the knowledge or skill to learn
Learning Curves - increasing returns
- when a person is learning something new
- start of curve is slow while the basics are being learned
- learning increases and takes off as knowledge or skills are acquired
- assumes that the individual will continue to learn as time progresses
Learning Curves - decreasing returns
- when the amount of learning increases rapidly in the beginning, and then the rate of learning slows down
- the assumption with this learning curve is that once the learning is achieved, the learning then stops
- occurs when learning routine tasks
- the most common type of learning curve
Learning Curves - s-shaped
- blend of increasing and decreasing turns
- assumption with this learning curve is that the person is learning something difficult, such as problem-solving or critical thinking
- may be slow at the beginning until the person learning becomes familiar with the learning material, and then learning takes off
- cycle continues with slow to fast progression as new material is presented
Learning Curves - plateau
- quick in the beginning then flattens or plateaus
- assumption is that the plateau is not permanent and that with additional coaching, training, and support the person learning can ramp up again
- can be frustrating for the learner if they are not getting the support needed
Training and Delivery Method - Computer-Based Training
- most is self-directed, allowing learners to progress at their own pace, or a timed pace, through a set of training modules
- HR has found that the use of computer-based training programs for compliance and regulatory training needs is not only cost-effective but also helps with the tremendous amount of record-keeping requirements
Computer-Based Training EXAM TIP
- computer-based training is evolving at a rapid pace and becoming the norm for cost-effective delivery for employers; expect the exam to have questions related to the benefits and cons of CBT